This study aims to determine the dynamics of position mutations and implications for employee performance. The subjects in this study were employees in the Panembahan Senopati General Hospital amounting to 6 people directly related to the transfer of positions within the organization. Data collection of this study uses interview techniques and direct field observation techniques. The method of data analysis uses qualitative methods, namely descriptive research with a qualitative approach. The process of data analysis techniques uses data reduction, data presentation and conclusion drawing. Based on the results of this study it can be stated that there are mutations that occur twice a year as a result of changes in policy makers from superiors or authorities of the region, according to the background conditions of mutations can be explained that there are 3 basic position mutations namely scientific, objective or ( merit system), the foundation of the working period, age and seniority system, the foundation of closeness, feelings of likes or dislikes and kinship (spoil system), but the results of this study state that the transfer of positions carried out in the organization in 2016 uses more basic the basis of mutation is the closeness of the relationship and consideration of likes and dislikes (spoil system). so that it can be said that it is not in accordance with the procedure, proper procedures and flow or ideal conditions, this causes a change in the decline in psychological conditions including job satisfaction, work motivation and work adaptation. So that it can affect the performance of employees of Panembahan Senopati General Hospital in a broader organization.